The cybersecurity industry has a problem: In 2019, women made up only 20 percent of the cybersecurity workforce. This statistic would be alarming in any industry given the amount of research that espouses the benefits of more balanced, diverse workforces. But it is especially troublesome in cybersecurity, where we already face a serious skills shortage.
So, if we know we stand to gain so much from a more inclusive workforce, what can we do about it? At the end of last year, I made a commitment to myself and my team that we would take focused action to help combat the gender gap in cybersecurity in three areas: representation, promotion and mentorship.
1. Tackle Representation
We are taking a critical look at who we hire and how we hire. I have no doubt that when hiring someone for a job in cybersecurity, candidates who apply are fairly evaluated. But what about those who didn’t apply? You may know the finding from a 2014 Hewlett Packard report: Men will apply for a job if they meet 60 percent of the qualifications, while women will only apply if they meet 100 percent.
While progress might have happened since then, it’s still likely that there are great, qualified and talented women who aren’t applying for a position on my team, or your team. Widen your aperture when looking for candidates internally and externally, think about how you write job requirements, encourage women to go for stretch opportunities and remember the research when a stack of resumes comes across your desk — there ar ..
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